Create a Mobile Workforce: Build and Align Talent to Meet Evolving Needs
By Kristen Leverone on March 25, 2013
While there are more than 12 million unemployed workers, nearly half of HR Managers and Recruiters say sourcing a pool of qualified candidates is a top challenge. According to recent LHH research on recruiting and hiring trends, HR Managers and Recruiters are also confronted with a mismatch: the skills job seekers offer are not aligned with the skills businesses are looking for. Effective solutions to both challenges – sourcing and skills fit – may be in plain view – namely, your existing workforce.
As reported in a recent CEB blog, “Fifty percent of organizations expect an increase in internal mobility” this year. CEB also advises, “The cost per internal hire is more than 40% less than the cost per external hire, but current employees are often (ironically) less accessible to recruiters than external candidates. By creating and managing an effective internal mobility strategy, organizations can fill critical positions on a tight budget and enhance engagement levels of their current employees.”
Does your organization provide managers with the tools needed to foster internal mobility? To start, HR practitioners must have the personnel data required to identify talent and make informed decisions about internal candidates. They must also have a communications strategy that reaches all employees. Next, it’s important to have career development programs in place to assist employees in evaluating their own work styles, skills, and preferences against the organization’s business needs and the requirements for specific internal jobs. This will ensure better matches between internal candidates and the positions for which they apply.
Is your organization looking to expand in some areas, but cut in others? Providing redeployment support to individuals allows the employer to retain and leverage existing intellectual capital and create a streamlined and less costly selection process. Typically, HR identifies the skills and competencies needed and assesses the employees who may be a good fit. Onboarding of redeployed employees is also much smoother. With an understanding of the company culture and established relationships, they are often up and running, contributing at 100% very quickly.
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